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Arizona Employee under 'Intensive probation supervison'

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  • Arizona Employee under 'Intensive probation supervison'

    We hire a few hundred employees seasonally for an 8 weekend Festival. On the first day we are open, a brand new employee handed her supervisor sheet to be completed by our company with the header "Intensive Probation Supervision Program Employee Verification/Notice". It requests basic employee info such as business name and address, supervisor name, rate of pay and schedule.

    We went to the Public Access Records web page for the county and found that she had convictions in 2008 for one count of "TAKING IDENTITY OF ANOTHER PERSON", 6 counts of "FORGERY-FORGE/MAKE/ALTER A WRITTEN INSTRUMENT " and 1 count of "THEFT-OBTAIN PROPERTY MATERIAL MISREPRESENTATION ". She is not a money handler, but we have had problems with stolen, scanned and forged paychecks and A/P checks requiring us to close down accounts at least three times in recent years. It seems counter-intutive to hand one of our paychecks to a person with this history. She also claims to have told her interviewer about her probation but the interviewer says she did not. Can we terminate her simply for her forgery convictions?

  • #2
    Yes, you certainly can.
    Too often we underestimate the power of a touch, a smile, a kind word, a listening ear, an honest compliment, or the smallest act of caring, all of which have the potential to turn a life around. Leo Buscaglia

    Live in peace with animals. Animals bring love to our hearts and warmth to our souls.

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    • #3
      Thanks for the response. I really want to understand this. I know there are questions about criminal convictions you should avoid putting on on employment applications. I did some reading and found, "The EEOC also says that questions about an applicant’s conviction record are improper unless the employer can show that the conviction is in some way related to the position being applied for." http://employment-law.freeadvice.com..._questions.htm

      I was worried this would somehow be relevant even if you learned about a crime after the person was hired. If I understand correctly though, leaving those questions off a job app is for the purpose of avoiding potential racial discrimination because of the disproportionate number of convictions for minorities. The young woman in question is Hispanic, but since we hired her before knowing there was a conviction, the discrimination question is moot isn't it? Is this why it is all right to terminate her for a conviction or is it because the crime for which she was convicted could conceivably be perpetrated on us using the paycheck we hand her?

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      • #4
        You couldn't terminate her just because she is Hispanic but you can certainly terminate her on her criminal hx.
        Too often we underestimate the power of a touch, a smile, a kind word, a listening ear, an honest compliment, or the smallest act of caring, all of which have the potential to turn a life around. Leo Buscaglia

        Live in peace with animals. Animals bring love to our hearts and warmth to our souls.

        Comment

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